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Management
HUMAN RESOURCE MANAGEMENT IN INDIA
(EVOLUTION AND CHALLENGES)
Submitted By :
Sadiq Aftab ( CE-093-11-12)
Unique position made after liberalization on Indian economy during early 1990 that
allowed foreign investment.
Indian Labor Market has high level employment in informal and unrecognized sector.
In2008, Indian industry claimed that only 39.5% Indian graduates are
employable.
Employees are more mobile and take risks with their career choices.
Retaining talent
Recruiting
Moving from a patriarchal, hierarchical management to a more team based, informal culture in
organization.
Going global.
The visible element of shift was the move from the record and time keeping activity to a more
involved role that could impact businesses.
The amount of administrative work perform by HR team and qualified person are recruited. HR
department to be performing four following role:
Administrative expert
Agent of change
Strategic partner
Trade union movement in India has seen a gradual reduction in militant trade union activities.
HR promote Decent work respect employee right and ensure fear treatment for all at the work
place.
Traditional craft men worship to Europe and other continent as early as 70s
century.
In 1970 and 1980 HRM functions in an organization included looking after personal
and administration, industrial relation and labor welfare.
In 1961 Indian aluminum company defined work output, staffing patterns and
incentive scheme and establishment of management training institute and
business school.
Welfare of worker
Legislation
Government policies
Trade unions
Emerging Trend
Change in economy
Evolution of
Human Resource
Management in
India
Private players and corporate houses to enter the field of higher education.
Government of India initiate structural reforms including budgetary support to loss making public
sector union.
In may 2000, National renewal fund created to help council and redeploy public sector worker.
Massive number of people needed for these jobs saw the development of recruitment as a very
specialized function.
After 2000 competitive pressure and budget cut force search cost effective locations for outsourcing
such work.
To save cash and increase productivity, firms had to downsize and cutback on the
amount spent on HRM departments.
HRM aligned work with businesses and create long term values for stakeholders.
Thank You!